We use it as a Recruiting tool -to find passive candidates for difficult to fill roles.
Anyone trying to find candidates for hard to fill positions would benefit.
I use SeekOut primarily to source for candidates who are not direct applicants. My top use of SeekOut is searching for diverse candidates.
Great for sourcing candidates and saving them for future pipelines with the project feature. Great for sourcing using the diversity filter and power filters. I also like that you can minimize profiles you've already seen to be more efficient. I've noticed it's been more difficult to pull email addresses from more junior candidates - it's one of my favorite features but seems to be a little less accurate with early career candidates.
We use SeekOut to find and nurture candidates, as well as to source and maintain our candidate pipeline on the recruiting side of the business.
SeekOut is well-suited for recruiters/sources who do not have access to the LinkedIn Recruiter. SeekOut has a great search function, much like LinkedIn, but there is little upside to using SeekOut over the LinkedIn Recruiter.
We use it to source our candidates. The power filters are what set it apart from using a LinkedIn recruiter. We have power filters for our leveling and for other Roblox-specific filters. Our diversity sourcing team primarily uses this system to find talent in our area that is LRG or a lesser represented group.
Diversity teams use this, and powerfilters are very helpful. When looking for volume, Seek out other terms to find relevant profiles well. For example, it might map other candidates with similar terms at the end of the pool search. Also, the bias reducer filter helps make sure there is less bias towards a hiring manager and the recruiters.
As leader of Executive Search, I use SeekOut to source/search for candidates and, more specifically, to acquire contact information, including email and phone numbers.
The best help SeekOut has been for my team, and I is its ability to garner phone and email data information and delineate diverse populations. Since it uses LI as a backend database, as long as the link is kept updated with Seekout/LI, it is a good tool to garner the above information and more speedily develop a pipeline of specific candidates.
We use SeekOut to source top Talent in our target markets. We are also able to use SeekOut for TAMs to use in our business cases with hiring managers. Finally, we use SeekOut to search to diverse candidates.
I used SeekOut to provide a hiring leader and their management with TAM data that we used to expand our search efforts out of just the areas they were originally looking.
We used SeekOut to enhance our Recruiting . SeekOut was able to provide excellent insights into Talent pool, Talent Mapping and sourcing. It was a very effective tool that helped us reach our recruiting goals while providing the Hiring managers, business and teams with relevant information for decision making as well
It’s very good for hard to fill positions - skill sets . Might not be the best for hiring for all countries
We use SeekOut to find good talent for our hiring teams. We use it to get emails and have good success with that. I use SeekOut to target certain companies that we know use the same tech stack that we do and get a list of leads that to reach out to.
If we are targeting a company to hire people from you can easily pull a list of people from that company, it saves time and is a pretty good list. You can also get an email addresses of the potential leads.
SeekOut is the primary go to for all our searches. It readily recommends warm leads that are previous applicants matching the search criteria. Re-engaging with this talent is easier and has helped us make fast hires.
I find SeekOut very well suited for sourcing in general. It is also very beneficial for targeted sourcing as you can really narrow down the criteria. As for casting a "wide net", SeekOut can be beneficial if can be smart about the search string used.
SeekOut is an easy to use platform that helps me source candidates in a new and different way. As a Talent Acquisition Partner, I use SeekOut to source for difficult to fill roles, and to build passive talent pools (for difficult to fill roles). While other tools and job boards can be used for current job openings, Seekout is a quick way to find candidates who possess sought after skills, and to keep those candidates engaged directly. SeekOut helps to form relationships with prospective candidates even before they are job searching!
I used SeekOut to source for a cyber security architect. I had been trying to gill the position for months and with SeekOut I found a candidate and had an offer within two weeks. SeekOut is great for niche hard to fill roles. It doesn't not work well with volume recruiting, and or in industries where candidates are not online often.